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Our ‘Experience Economy’ series continues in this episode of Ibec Responds as Aviné McNally, Head of Membership, Ibec, is in conversation with Mark Nolan, Managing Director, Dromoland Castle.
They discuss Dromoland Castle’s importance in local community, sustainability practices and what policy Government could introduce to help the industry in attracting talent.
Learn more about our Experience Economy campaign here.
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Ep. 61 / Ibec Responds
Negotiating a new Programme for Government
Nikki Gallagher, Head of Public Affairs at Ibec, is joined by Paul O’Brien, Head of Public Affairs at Bank of Ireland, and former Government Advisor for Fine Gael, who offers unique personal insights into this critical process. This episode reveals how decisions made at the negotiating table shapes our future Government.
Ep. 60 / Ibec Responds
Unpacking CSRD: Coillte
In the fourth episode of our 'Unpacking CSRD' series, Kara McGann, Head of Skills and Social Policy at Ibec, is in conversation with David Feeney, Managing Director at Coillte Land Solutions and Chief Sustainability Officer.
Listen / Previous Episodes
Ep. 61 / Ibec Responds
Negotiating a new Programme for Government
Nikki Gallagher, Head of Public Affairs at Ibec, is joined by Paul O’Brien, Head of Public Affairs at Bank of Ireland, and former Government Advisor for Fine Gael, who offers unique personal insights into this critical process. This episode reveals how decisions made at the negotiating table shapes our future Government.
Ep. 10 / Work Talks
Future Fit – Reimagining HR
In this episode of Ibec WorkTalks, Vicky O’Neill, HR Strategy Specialist at Ibec, and Max Blumberg, Founder of Blumberg Partnership, HR & People Analytics Innovator and Advisor, discuss the impact of the evolving model of HR and what will required from the HR function into the future.
The role of HR has undergone significant transformation over the years. While we agree that HR should be a strategic partner, there's a nuanced perspective to consider. Max’s research proposes a pivot in how HR is structured to focus more directly on the capabilities required for successful strategy execution.
The pivot relies on a combination of two things: (a) a new set of design criteria (objectives) for HR and the HRBPs – delivering the required workforce and strategic capabilities that enable the business outcomes, and (b) new processes for identifying, measuring, and improving the needed workforce and strategic capabilities.